* OPEN STATA OUTPUT FILE LOG *

log using "C:\Users\jungy\Dropbox\DISCRIMINATION PROJECT\Organizational Diversity\Statistics\Krause & Park.Authority Differentials.APPENDIX E RESULTS.08-07-2024.smcl", replace  

 
  
***** SUPPLEMENTARY APPENDIX STATISTICAL ANALYSES:  APPENDIX E: REPLICATION ANALYSES USING ORGANIZATIONAL JUSTICE LATENT VARIABLE /// ***
***** AS ALTERNATIVE DEPENDENT VARIABLE (CONVERGENT & CONTENT VALIDITY) ******





*** ACCESS DATABASE FOR THE PROJECT: FEVS DATA FROM 2010-2019 AND 'MATCHED' OPM DATA ****


use "C:\Users\jungy\Dropbox\DISCRIMINATION PROJECT\Organizational Diversity\Statistics\2010-2019_DATA FINAL.08-07-2024.post-estimation.dta", replace 

   
   
   
***********************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************
  



   
*** 2. CONDITIONAL-RESPONDENT MODELS EVALUATING THE RELATIONSHIP INVOLVING WITHIN-IDENTITY "OUT-GROUP" STATUS & BETWEEN-IDENTITY GROUP STATUS DIFFERENTIALS AS A MEANS TO FOSTER DIVERSITY AND INCLUSION IN THE U.S. CIVILIAN WORKFORCE ***   



******************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************
**********************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************


   
*** MODEL E1: CONDITIONAL RESPONSES BY GENDER -- GENDER BETWEEN-IDENTITY GROUP STATUS DIFFERENTIAL MODEL: [WOMEN SUPERVISORS WITHIN AGENCY j IN YEAR t / MEN SUPERVISORS WITHIN AGENCY j IN YEAR t] / [WOMEN NON-SUPERVISORS WITHIN AGENCY j IN YEAR t / MEN NON-SUPERVISORS  WITHIN AGENCY j IN YEAR t]  -- CONTROLLING FOR GENDER SUPERVISORY EMPLOYEE IDENTITY GROUP DIFFERENTIAL ***

regress lnjustice2zeroadj   c.ln_ratio_fmsup_fmsub##i.gender   ln_ratio_fem_tot_men_tot  minority  supervisor  topoffgender_2 lntotworkforce_count  ln_professionals_total_ratio   i.agencyid i.year, vce(cluster agencyid)
*
estat ic
*
** BETWEEN-IDENTITY "IN" GROUP VERSUS "OUT" GROUP STATUS DIFFERENTIAL BETWEEN GENDERED RESPONDENTS **

lincom c.ln_ratio_fmsup_fmsub
*
*
lincom  1.gender#c.ln_ratio_fmsup_fmsub
*
*
*
*

   
*** MODEL E2: CONDITIONAL RESPONSES BY RACE/ETHNICITY -- RACIAL/ETHNIC BETWEEN-IDENTITY GROUP STATUS DIFFERENTIAL MODEL: [MINORITY SUPERVISORS WITHIN AGENCY j IN YEAR t / NON-MINORITY SUPERVISORS WITHIN AGENCY j IN YEAR t] / [MINORITY NON-SUPERVISORS WITHIN AGENCY j IN YEAR t / NON-MINORITY NON-SUPERVISORS  WITHIN AGENCY j IN YEAR t] -- CONTROLLING FOR RACIAL/ETHNIC SUPERVISORY EMPLOYEE IDENTITY GROUP DIFFERENTIAL ***

regress  lnjustice2zeroadj   c.ln_ratio_mnmsup_mnmsub##i.minority   ln_ratio_min_tot_nmin_tot   gender supervisor  topoffminority_2 lntotworkforce_count  ln_professionals_total_ratio   i.agencyid i.year, vce(cluster agencyid)
*
estat ic
*
** BETWEEN-IDENTITY "IN" GROUP VERSUS "OUT" GROUP STATUS DIFFERENTIAL BETWEEN MINORITY/NON-MINORITY RESPONDENTS **

lincom c.ln_ratio_mnmsup_mnmsub
*
*
lincom  1.minority#c.ln_ratio_mnmsup_mnmsub
*
*
*
*
*
*

  
*** MODEL E3: CONDITIONAL RESPONSES BY MINORITY WOMEN VERSUS WHITE WOMEN [BASELINE CATEGORY: MEN RESPONDENTS] -- GENDER BETWEEN-IDENTITY GROUP STATUS DIFFERENTIAL MODEL: [WOMEN SUPERVISORS WITHIN AGENCY j IN YEAR t / MEN SUPERVISORS WITHIN AGENCY j IN YEAR t] / [WOMEN NON-SUPERVISORS WITHIN AGENCY j IN YEAR t / MEN NON-SUPERVISORS WITHIN AGENCY j IN YEAR t]  -- CONTROLLING FOR GENDER SUPERVISORY EMPLOYEE IDENTITY GROUP DIFFERENTIAL ***

regress lnjustice2zeroadj   c.ln_ratio_fmsup_fmsub##i.women_het   ln_ratio_fem_tot_men_tot  minority  supervisor  topoffgender_2 lntotworkforce_count  ln_professionals_total_ratio   i.agencyid i.year, vce(cluster agencyid)
*
estat ic
*
** BETWEEN-IDENTITY "IN" GROUP VERSUS "OUT" GROUP STATUS DIFFERENTIAL BETWEEN GENDERED RESPONDENTS **

lincom c.ln_ratio_fmsup_fmsub
*
*
lincom  1.women_het#c.ln_ratio_fmsup_fmsub
*
*
lincom  2.women_het#c.ln_ratio_fmsup_fmsub
*
*
lincom  2.women_het#c.ln_ratio_fmsup_fmsub -  1.women_het#c.ln_ratio_fmsup_fmsub
*
*
*
*


   
*** MODEL E4: CONDITIONAL RESPONSES BY MINORITY WOMEN VERSUS MINORITY MEN [BASELINE CATEGORY: NON-MINORITY RESPONDENTS] -- RACIAL/ETHNIC BETWEEN-IDENTITY GROUP STATUS DIFFERENTIAL MODEL: [MINORITY SUPERVISORS WITHIN AGENCY j IN YEAR t / NON-MINORITY SUPERVISORS WITHIN AGENCY j IN YEAR t] / [MINORITY NON-SUPERVISORS WITHIN AGENCY j IN YEAR t / NON-MINORITY NON-SUPERVISORS WITHIN AGENCY j IN YEAR t] -- CONTROLLING FOR RACIAL/ETHNIC SUPERVISORY EMPLOYEE IDENTITY GROUP DIFFERENTIAL ***

regress  lnjustice2zeroadj   c.ln_ratio_mnmsup_mnmsub##i.minority_het   ln_ratio_min_tot_nmin_tot   gender supervisor  topoffminority_2 lntotworkforce_count  ln_professionals_total_ratio   i.agencyid i.year if e(sample), vce(cluster agencyid)
*
estat ic
*
** BETWEEN-IDENTITY "IN" GROUP VERSUS "OUT" GROUP STATUS DIFFERENTIAL BETWEEN MINORITY/NON-MINORITY RESPONDENTS **

lincom c.ln_ratio_mnmsup_mnmsub
*
*
lincom  1.minority_het#c.ln_ratio_mnmsup_mnmsub
*
*
lincom  2.minority_het#c.ln_ratio_mnmsup_mnmsub
*
*
lincom  2.minority_het#c.ln_ratio_mnmsup_mnmsub -  1.minority_het#c.ln_ratio_mnmsup_mnmsub
*
*
*
*


**********************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************





   
*** 4. CONDITIONAL-RESPONDENT MODELS EVALUATING THE RELATIONSHIP INVOLVING WITHIN-IDENTITY "OUT-GROUP" STATUS & BETWEEN-IDENTITY GROUP STATUS DIFFERENTIALS AS A MEANS TO FOSTER DIVERSITY AND INCLUSION IN THE U.S. CIVILIAN WORKFORCE  [BY NON-SUPERVISORS POSITIONS VERSUS SUPERVISORY POSITION] ***   


   
*** MODEL E5: CONDITIONAL RESPONSES BY GENDER & POSITION --  GENDER WITHIN-IDENTITY 'OUT-GROUP' STATUS DIFFERENTIAL MODEL: [WOMEN SUPERVISORS WITHIN AGENCY j IN YEAR t / WOMEN NON-SUPERVISORS WITHIN AGENCY j IN YEAR t] -- CONTROLLING FOR GENDER SUPERVISORY EMPLOYEE IDENTITY GROUP DIFFERENTIAL ***

regress  lnjustice2zeroadj   c.ln_ratio_fmsup_fmsub##i.gender##i.supervisor   ln_ratio_fem_tot_men_tot   minority  topoffgender_2 lntotworkforce_count  ln_professionals_total_ratio   i.agencyid i.year, vce(cluster agencyid)
*
estat ic
*
** BY NON-SUPERVISORS RESPONDENT: WITHIN-IDENTITY "OUT" GROUP STATUS DIFFERENTIAL BETWEEN GENDERED RESPONDENTS **

lincom c.ln_ratio_fmsup_fmsub 
*
*
lincom  1.gender#c.ln_ratio_fmsup_fmsub

*
*
*
*

** BY SUPERVISOR RESPONDENT: WITHIN-IDENTITY "OUT" GROUP STATUS DIFFERENTIAL BETWEEN GENDERED RESPONDENTS **

lincom c.ln_ratio_fmsup_fmsub + 1.supervisor#c.ln_ratio_fmsup_fmsub
*
*
lincom  1.gender#c.ln_ratio_fmsup_fmsub +  1.gender#1.supervisor#c.ln_ratio_fmsup_fmsub






*** MODEL E6: CONDITIONAL RESPONSES BY RACE/ETHNICITIY & POSITION -- RACIAL/ETHNIC WITHIN-'OUT-GROUP' STATUS DIFFERENTIAL MODEL: [MINORITY SUPERVISORS WITHIN AGENCY j IN YEAR t / NON-MINORITY NON-SUPERVISORS WITHIN AGENCY j IN YEAR t]  -- CONTROLLING FOR RACIAL/ETHNIC SUPERVISORY EMPLOYEE IDENTITY GROUP DIFFERENTIAL ***

regress lnjustice2zeroadj   c.ln_ratio_mnmsup_mnmsub##i.minority##i.supervisor  ln_ratio_min_tot_nmin_tot   gender  topoffminority_2 lntotworkforce_count  ln_professionals_total_ratio   i.agencyid i.year, vce(cluster agencyid)
*
estat ic
*

** BY NON-SUPERVISORS RESPONDENT: WITHIN-IDENTITY "OUT" GROUP STATUS DIFFERENTIAL BETWEEN MINORITY/NON-MINORITY RESPONDENTS **

lincom c.ln_ratio_mnmsup_mnmsub
*
*
lincom  1.minority#c.ln_ratio_mnmsup_mnmsub

*
*
*
*

** BY SUPERVISOR RESPONDENT: WITHIN-IDENTITY "OUT" GROUP STATUS DIFFERENTIAL BETWEEN MINORITY/NON-MINORITY RESPONDENTS **

lincom c.ln_ratio_mnmsup_mnmsub + 1.supervisor#c.ln_ratio_mnmsup_mnmsub
*
*
lincom  1.minority#c.ln_ratio_mnmsup_mnmsub +  1.minority#1.supervisor#c.ln_ratio_mnmsup_mnmsub
*
*
*
* SUPERVISOR - NON-SUPERVISORY DIFFERENCE AMONG MINORITY RESPONDENT DIFFERENCES 
 
lincom  1.minority#c.ln_ratio_mnmsup_mnmsub +  1.minority#1.supervisor#c.ln_ratio_mnmsup_mnmsub - (1.minority#c.ln_ratio_mnmsup_mnmsub)



******************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************


   
*** MODEL E7: CONDITIONAL RESPONSES BY GENDER & POSITION -- GENDER BETWEEN-IDENTITY GROUP STATUS DIFFERENTIAL MODEL: [WOMEN SUPERVISORS WITHIN AGENCY j IN YEAR t / MEN SUPERVISORS WITHIN AGENCY j IN YEAR t] / [WOMEN NON-SUPERVISORS WITHIN AGENCY j IN YEAR t / MEN NON-SUPERVISORS WITHIN AGENCY j IN YEAR t] -- CONTROLLING FOR GENDER SUPERVISORY EMPLOYEE IDENTITY GROUP DIFFERENTIAL ***

regress lnjustice2zeroadj   c.ln_ratio_fmsup_fmsub##i.women_het##i.supervisor   ln_ratio_fem_tot_men_tot   minority   topoffgender_2 lntotworkforce_count  ln_professionals_total_ratio   i.agencyid i.year, vce(cluster agencyid)
*
estat ic
*
** BY NON-SUPERVISORS RESPONDENT: BETWEEN-IDENTITY "IN" GROUP VERSUS "OUT" GROUP STATUS DIFFERENTIAL BETWEEN GENDERED RESPONDENTS **

lincom c.ln_ratio_fmsup_fmsub
*
*
lincom  1.women_het#c.ln_ratio_fmsup_fmsub
*
*
lincom  2.women_het#c.ln_ratio_fmsup_fmsub
*
*
*
lincom 2.women_het#c.ln_ratio_fmsup_fmsub -  1.women_het#c.ln_ratio_fmsup_fmsub
*
*
*
*


** BY SUPERVISOR RESPONDENT:BETWEEN-IDENTITY "IN" GROUP VERSUS "OUT" GROUP STATUS DIFFERENTIAL BETWEENGENDERED RESPONDENTS **

lincom c.ln_ratio_fmsup_fmsub + 1.supervisor#c.ln_ratio_fmsup_fmsub
*
*
lincom  1.women_het#c.ln_ratio_fmsup_fmsub +  1.women_het#1.supervisor#c.ln_ratio_fmsup_fmsub
*
*
lincom  2.women_het#c.ln_ratio_fmsup_fmsub +  2.women_het#1.supervisor#c.ln_ratio_fmsup_fmsub
*
*
*
lincom  2.women_het#c.ln_ratio_fmsup_fmsub +  2.women_het#1.supervisor#c.ln_ratio_fmsup_fmsub - (1.women_het#c.ln_ratio_fmsup_fmsub +  1.women_het#1.supervisor#c.ln_ratio_fmsup_fmsub)



* SUPERVISOR - NON-SUPERVISORY DIFFERENCE AMONG WOMEN RESPONDENT DIFFERENCES [NON-MINORITY WOMEN RESPONDENTS FOLLOWED BY MINORITY WOMEN RESPONDENTS] -- DO NOT PLOT IN GRAPHS [ONLY FOR TEXT]!

lincom  1.women_het#c.ln_ratio_fmsup_fmsub +  1.women_het#1.supervisor#c.ln_ratio_fmsup_fmsub  - (1.women_het#c.ln_ratio_fmsup_fmsub)
*
lincom  2.women_het#c.ln_ratio_fmsup_fmsub +  2.women_het#1.supervisor#c.ln_ratio_fmsup_fmsub  - (2.women_het#c.ln_ratio_fmsup_fmsub)






   
*** MODEL E8: CONDITIONAL RESPONSES BY RACE/ETHNICITY & POSITION -- RACIAL/ETHNIC BETWEEN-IDENTITY GROUP STATUS DIFFERENTIAL MODEL: [MINORITY SUPERVISORS WITHIN AGENCY j IN YEAR t / NON-MINORITY SUPERVISORS WITHIN AGENCY j IN YEAR t] / [MINORITY NON-SUPERVISORS WITHIN AGENCY j IN YEAR t / NON-MINORITY NON-SUPERVISORS WITHIN AGENCY j IN YEAR t] -- CONTROLLING FOR RACIAL/ETHNIC SUPERVISORY EMPLOYEE IDENTITY GROUP DIFFERENTIAL  ***

regress  lnjustice2zeroadj   c.ln_ratio_mnmsup_mnmsub##i.minority_het##i.supervisor  ln_ratio_min_tot_nmin_tot   gender  topoffminority_2 lntotworkforce_count  ln_professionals_total_ratio   i.agencyid i.year if e(sample), vce(cluster agencyid)
*
estat ic
*

** BY NON-SUPERVISORS RESPONDENT: BETWEEN-IDENTITY "IN" GROUP VERSUS "OUT" GROUP STATUS DIFFERENTIAL BETWEEN MINORITY/NON-MINORITY RESPONDENTS **

lincom c.ln_ratio_mnmsup_mnmsub
*
*
lincom  1.minority_het#c.ln_ratio_mnmsup_mnmsub
*
*
lincom  2.minority_het#c.ln_ratio_mnmsup_mnmsub
*
*
*
lincom  2.minority_het#c.ln_ratio_mnmsup_mnmsub - 1.minority_het#c.ln_ratio_mnmsup_mnmsub

*
*
*
*
*


** BY SUPERVISOR RESPONDENT: BETWEEN-IDENTITY "IN" GROUP VERSUS "OUT" GROUP STATUS DIFFERENTIAL BETWEEN MINORITY/NON-MINORITY RESPONDENTS **

lincom c.ln_ratio_mnmsup_mnmsub+ 1.supervisor#c.ln_ratio_mnmsup_mnmsub
*
*
lincom  1.minority_het#c.ln_ratio_mnmsup_mnmsub +  1.minority_het#1.supervisor#c.ln_ratio_mnmsup_mnmsub
*
*
lincom  2.minority_het#c.ln_ratio_mnmsup_mnmsub +  2.minority_het#1.supervisor#c.ln_ratio_mnmsup_mnmsub
*
*
*
lincom  2.minority_het#c.ln_ratio_mnmsup_mnmsub +  2.minority_het#1.supervisor#c.ln_ratio_mnmsup_mnmsub - (1.minority_het#c.ln_ratio_mnmsup_mnmsub +  1.minority_het#1.supervisor#c.ln_ratio_mnmsup_mnmsub)
*
*
*
*


* SUPERVISOR - NON-SUPERVISORY DIFFERENCE AMONG MINORITY RESPONDENT DIFFERENCES [MINORITY MEN RESPONDENTS FOLLOWED BY MINORITY WOMEN RESPONDENTS] -- DO NOT PLOT IN GRAPHS [ONLY FOR TEXT]!

lincom  1.minority_het#c.ln_ratio_mnmsup_mnmsub +  1.minority_het#1.supervisor#c.ln_ratio_mnmsup_mnmsub - (1.minority_het#c.ln_ratio_mnmsup_mnmsub)
*
lincom  2.minority_het#c.ln_ratio_mnmsup_mnmsub +  2.minority_het#1.supervisor#c.ln_ratio_mnmsup_mnmsub - (2.minority_het#c.ln_ratio_mnmsup_mnmsub)


clear

*** FIGURE E1: PLOT ELASTICITY MARGINAL EFFECTS FOR MODELS E1 & E2 USING LINCOMS ABOVE FOR EACH MODEL: PATTERN AFTER COMPARABLE SET OF MANUSCRIPT GRAPHICS/FIGURES [FIGURE 1]

import excel "C:\Users\jungy\Dropbox\DISCRIMINATION PROJECT\Organizational Diversity\Statistics\figuree1.xlsx", sheet("Sheet1") firstrow
destring, replace

set scheme sj, permanently
graph set window fontface "Century Schoolbook"

twoway (rcap low95 high95 row, vert) (scatter estimates row if group ==1, msymbol(square) mcolor(orange))(scatter estimates row if group ==2, msymbol(circle_hollow) mcolor(orange))(scatter estimates row if group ==3, msymbol(square) mcolor(navy))(scatter estimates row if group ==4, msymbol(circle_hollow) mcolor(navy)), legend(row(1) order(2 "Gender" 4 "Race/Ethnicity") pos(6)) title("FIGURE E1" "Relationship Between Authority Differentials and Organizational Justice Employee Evaluations" "(By Respondent Single Social Identity Group)", size(small)) ylabel(-0.1(.1)0.2, labsize (small) angle(horizon)) xtitle("AD Estimates [Differentials by Respondent Single Social Identity Group]" "(Models 1&2)", size(small)) xlabel("", noticks) yline(0, lpattern(dash) lcolor(gs8)) aspect(.5)

clear

*** FIGURE E2: PLOT ELASTICITY MARGINAL EFFECTS FOR MODELS E3 & E4 USING LINCOMS ABOVE FOR EACH MODEL: PATTERN AFTER COMPARABLE SET OF MANUSCRIPT GRAPHICS/FIGURES [FIGURE 2]
import excel "C:\Users\jungy\Dropbox\DISCRIMINATION PROJECT\Organizational Diversity\Statistics\figuree2.xlsx", sheet("Sheet1") firstrow
destring, replace

set scheme sj, permanently 
graph set window fontface "Century Schoolbook"

twoway (rcap low95 high95 row, vert) (scatter estimates row if group ==1, msymbol(square) mcolor(orange))(scatter estimates row if group ==2, msymbol(circle_hollow) mcolor(orange)) (scatter estimates row if group ==3, msymbol(diamond_hollow) mcolor(orange))(scatter estimates row if group ==4, msymbol(triangle_hollow) mcolor(orange))(scatter estimates row if group ==5, msymbol(square) mcolor(navy))(scatter estimates row if group ==6, msymbol(circle_hollow) mcolor(navy))(scatter estimates row if group ==7, msymbol(diamond_hollow) mcolor(navy))(scatter estimates row if group ==8, msymbol(triangle_hollow) mcolor(navy)), legend(row(1) order(2 "Gender" 6 "Race/Ethnicity") pos(6)) title("FIGURE E2"  "Relationship Between Authority Differentials and Organizational Justice Employee Evaluations" `"(By Respondent Intersectional Social Identity Group)"', size(medsmall)) ylabel(-0.1(.1)0.2, labsize (small) angle(horizon)) xtitle("Gender AD Effects: by Respondent Intersectionality Group   Race/Ethnicity AD Effects: by Respondent Intersectionality Group", size(vsmall)) xlabel("", noticks) yline(0, lpattern(dash) lcolor(gs8)) aspect(.5)

clear

*** FIGURE E3: PLOT ELASTICITY MARGINAL EFFECTS FOR MODELS E5-E8 USING LINCOMS ABOVE FOR EACH MODEL: PATTERN AFTER COMPARABLE SET OF MANUSCRIPT GRAPHICS/FIGURES  --- NON-SUPERVISOR RESPONDENT ESTIMATES [FIGURE 3]
import excel "C:\Users\jungy\Dropbox\DISCRIMINATION PROJECT\Organizational Diversity\Statistics\figuree3.xlsx", sheet("Sheet1") firstrow
destring, replace

set scheme sj, permanently  
graph set window fontface "Century Schoolbook"

twoway (rcap low95 high95 row, vert) (scatter estimates row if group ==1, msymbol(square) mcolor(orange))(scatter estimates row if group ==2, msymbol(square_hollow) mcolor(orange)) (scatter estimates row if group ==3, msymbol(square) mcolor(navy))(scatter estimates row if group ==4, msymbol(square_hollow) mcolor(navy))(scatter estimates row if group ==5, msymbol(square) mcolor(orange))(scatter estimates row if group ==6, msymbol(circle_hollow) mcolor(orange))(scatter estimates row if group ==7, msymbol(diamond_hollow) mcolor(orange))(scatter estimates row if group ==8, msymbol(triangle_hollow) mcolor(orange))(scatter estimates row if group ==9, msymbol(square) mcolor(navy))(scatter estimates row if group ==10, msymbol(circle_hollow) mcolor(navy))(scatter estimates row if group ==11, msymbol(diamond_hollow) mcolor(navy))(scatter estimates row if group ==12, msymbol(triangle_hollow) mcolor(navy)), legend(row(1) order(2 "Gender" 4 "Race/Ethnicity") pos(6)) title("FIGURE E3" "Relationship Between Authority Differentials and Organizational Justice Employee Evaluations" "(Non-Supervisory Respondents: Single and Intersectional Social Identity Groups)", size(medsmall)) ylabel(-0.1(.1)0.2, labsize (small) angle(horizon)) xtitle("AD Effects: by Respondent Single Identity Group        AD Effects: by Respondent Intersectionality Group", size(vsmall)) xlabel("", noticks) yline(0, lpattern(dash) lcolor(gs8)) aspect(.5)

clear

*** FIGURE E4: PLOT ELASTICITY MARGINAL EFFECTS FOR MODELS E5-E8 USING LINCOMS ABOVE FOR EACH MODEL: PATTERN AFTER COMPARABLE SET OF MANUSCRIPT GRAPHICS/FIGURES --- SUPERVISOR RESPONDENT ESTIMATES [FIGURE 4] 
import excel "C:\Users\jungy\Dropbox\DISCRIMINATION PROJECT\Organizational Diversity\Statistics\figuree4.xlsx", sheet("Sheet1") firstrow
destring, replace

set scheme sj, permanently 
graph set window fontface "Century Schoolbook"

twoway (rcap low95 high95 row, vert) (scatter estimates row if group ==1, msymbol(square) mcolor(orange))(scatter estimates row if group ==2, msymbol(square_hollow) mcolor(orange)) (scatter estimates row if group ==3, msymbol(square) mcolor(navy))(scatter estimates row if group ==4, msymbol(square_hollow) mcolor(navy))(scatter estimates row if group ==5, msymbol(square) mcolor(orange))(scatter estimates row if group ==6, msymbol(circle_hollow) mcolor(orange))(scatter estimates row if group ==7, msymbol(diamond_hollow) mcolor(orange))(scatter estimates row if group ==8, msymbol(triangle_hollow) mcolor(orange))(scatter estimates row if group ==9, msymbol(square) mcolor(navy))(scatter estimates row if group ==10, msymbol(circle_hollow) mcolor(navy))(scatter estimates row if group ==11, msymbol(diamond_hollow) mcolor(navy))(scatter estimates row if group ==12, msymbol(triangle_hollow) mcolor(navy)), legend(row(1) order(2 "Gender" 4 "Race/Ethnicity") pos(6)) title("FIGURE E4" "Relationship Between Authority Differentials and Organizational Justice Employee Evaluations" "(Supervisor Respondents: Single and Intersectional Social Identity Groups)", size(small)) ylabel(-0.1(.1)0.3, labsize (small) angle(horizon)) xtitle("AD Effects: by Respondent Single Identity Group       AD Effects: by Respondent Intersectionality Group", size(vsmall)) xlabel("", noticks) yline(0, lpattern(dash) lcolor(gs8)) aspect(.5)


******************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************

   

log close
